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论文编号：	631
作者编号：	2120062117
上传时间：	2008/6/20 9:30:18
中文题目：	工作满意度对员工离职的影响研究
英文题目：	Job Sateisfaction and Employee
指导老师：	崔勋
中文关键字：	工作满意度;离职;社会网络tl
英文关键字：	Job Satisfaction;Turnover;Soci
中文摘要：	人们最早对工作满意度的关注是源于Mayo的霍桑实验。通过霍桑实验，人们发现影响生产率的不仅仅是照明条件、工资福利等外在因素，工人的认知和社会满意也是影响生产效率的更有效的因素。霍桑实验说明工业中的人际关系问题对生产率有着重要影响，这一发现导致了西方企业管理制度的转变，学者们也在霍桑实验的基础上进一步进行工作满意度的有关研究。这其中有对工作满意度前因变量的研究，也有将工作满意度做为前因变量，研究其对其他变量的影响，而研究最多的莫过于是研究工作满意度对离职的影响。 理论界针对离职的研究一直没有停止过，并且已经形成了许多比较成熟的离职模型。在已有的离职模型中，Price离职模型是影响最广的一个，该模型是一个离职过程模型，该模型认为影响离职的主要前因变量是工作满意度，而工作满意度也受许多其他变量的影响，由于员工的工作满意度不高，导致了离职意愿的产生，从而引发离职行为。我国学者张勉、张德在Price模型的基础上，加入了一些新的变量，并且经过实证研究发现，Price模型在中国也有很强的适用性。在新加入的许多变量中，其中就将“关系”变量加入到模型中。张勉、张德认为，关系变量是工作满意度的前因变量，关系并不直接影响离职意愿，而是跟许多其他变量一起影响工作满意度，进而影响离职意愿和离职行为。 张勉、张德将“关系”变量放入模型是基于中国独特的文化背景。中国文化讲求平衡，凡事以和为贵，注重人际关系的和谐，这一点是西方国家所没有的特点。本文认为，能够更好说明这一特点的变量是“社会网络”。人们通过构建社会网络来构建和谐的人际关系，并通过社会网路获取想要的信息和资源，并且，社会网络可以调节工作满意度对离职意愿的影响，如果一个人的社会网络规模大、密度强、联结强度大，那么通过该社会网络，员工就能获得更多的有关于离职的信息和资源，那么在工作满意度低的情况下，就更容易导致强烈的离职意愿，并进一步引发离职行为。 人们对社会网络的关注起源于20世纪五六十年代，现在，社会网络分析方法也越来越多地应用在管理学当中。本文主要研究社会网络、工作满意度和员工离职意愿三者的关系，并且将工作满意度进一步细分为6个纬度。在Price模型的基础上，将社会网络设定为调节变量，研究社会网络对工作满意度-离职意愿主效应的影响。研究发现，社会网络的规模、强度和密度确实能够有效地调节工作满意度对离职的影响。
英文摘要：	Researcher’s attention to the job satisfaction derived from the Hawthorne experiment. Through the experiment, people found that not only the light condition and compensation will have impact on productivity, nor the cognitive and the satisfaction. This finding led to the change of management, and more researchers go further on the impact of job satisfaction to productivity. Among all the studies, some researchers treated job satisfaction as the antecedent variable and researched on the impact to other variables.Others wanted to find out the variables which will influence job satisfaction. And most of the research is about the job satisfaction and employee turnover. The research about employee turnover never stopped and has established many models to explain the employee turnover. Among all the models, Price turnover model is the most famous and has lots of impacts. It explained that the job satisfaction is the antecedent variable of turnover will, and also be impact by a lot of other factors. The low job satisfaction will lead to the high turnover will and the turnover action. Zhang Mian and Zhang De put some other factors in the Price turnover model and find it also has high validity. They see the ‘guanxi’ as the antecedent variable of job satisfaction and finally impact the turnover will and action. Zhang Mian and Zhang De put the variable ‘guanxi’ into the Price model just based on culture. They found Chinese used to put more attention to maintaining the harmony condition. But I think the more accurate word is social network. People use the social network to maintain the harmony and get enough information to get a job. If a person’s range and density of social network is much bigger than others, they will more easily to go out of one company in the condition of their job satisfaction is low. People began to pay attention to social network since 1950s.This research want to research on the relationship of job satisfaction, employee turnover will and social network, and divide the job satisfaction into 6 dimensions. Based on Price turnover model, I see social network is the moderator of job satisfaction to employee turnover will. And most of the hypothesis has been proved.
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